• 한국콘텐츠학회논문지
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• 제9권6호
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• pp.309-324
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• 2009

본 연구는 사회복지서비스 조직간 네트워크의 구조적인 특성과 이러한 특성에 미치는 영향요인을 알아보고자 하는데 그 목적이 있다. 또한 네트워크 내용별 특성과 중심적인 역할을 하는 기관이 어떠한 기관인지를 살펴보고자 하였다. 이를 통해 사회복지서비스 조직간 관계를 규명하고 클라이언트 중심의 효과적인 서비스 전달을 위한 조정과 통합의 방안을 제시하는데 있어 기초자료를 제공함에 있다. 분석결과, 내용별 네트워크의 상대적인 활발성 순서는 정보교환, 클라이언트의뢰, 자원교환의 순으로 나타났으며, 개별기관의 네트워크 성향에 미치는 요인들로는 선행 이론들 중 직위, 모임수, 조직유형, 네트워크 경험 등의 유의미한 영향력이 경험적으로 일부 인정 되었다.

• 한국콘텐츠학회논문지
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• 제7권11호
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• pp.289-297
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• 2007

본 연구는 비정규직법의 차별시정 조항으로 인하여 비정규직원의 대량해고와 외주화의 사태가 예상됨에 따라 외식업체에 종사하는 비정규직원의 직무특성에 대한 지각, 임파워먼트, 조직몰입, 조직시민행동 간의 관계에 대한 보다 폭넓은 이해로 인적자원 관리적 측면에서 시사점을 도출해 보고자 실증분석을 실시하였다. 본 연구의 조사대상은 외식업체에 근무하고 있는 비정규직원으로 선정하였고, 그 중 서울지역에서 영업활동 중인 패밀리 레스토랑의 비정규직원을 표본으로 한정하여 조사하였다. 연구결과를 하면 다음과 같다. 첫째, 과업중요성과 기능다양성을 높게 지각할수록 임파워먼트와 조직몰입이 높아지는 것으로 나타나 가설이 지지되었다. 둘째, 임파워먼트와 조직몰입간의 관계는 유의미하지 않는 것으로 나타났다. 셋째, 임파워먼트는 조직시민행동에 정의 영향을 미치는 것으로 나타났다. 마지막으로 연구의 시사점과 한계 및 향후연구의 방향을 제시하였다.

• 기술혁신학회지
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• 제21권3호
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• pp.969-991
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• 2018

본 논문은 정부출연연구소 연구인력의 직무특성과 조직몰입과의 관계에서 조직공정성의 매개효과를 알아보고자 하는데 목적을 두고 있다. 이를 위해 국가과학기술연구회 소속 정부출연연구소 25곳에 근무하는 연구직 362명을 대상으로 설문조사를 실시하여, 이들 관계를 알아보기 위한 다중회귀분석을 시행하였다. 그 결과, 자율성과 피드백 직무특성이 조직몰입에 정(+)의 영향을 나타내었으며 직무특성 중 자율성만이 조직공정성의 매개효과를 갖는 것으로 나타났다. 본 연구는 기존 연구에서 거의 다루지 않았던 정부출연연구소의 연구인력을 대상으로 직무특성을 발견하고 조직공정성과 조직몰입의 관계에 대한 매개효과를 실증분석한 점에서 의의를 찾을 수 있다.

• Asia pacific journal of information systems
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• 제5권2호
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• pp.199-226
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• 1995

This study is an empirical research in order to clarify whether or not the correlation between the satisfaction of users that is the performance measurement factor and the following three:(1) the attitude of users as an individual characteristic, (2) the supports of organization as an organizational characteristic, (3) the routine degree of jobs as an job characteristic, is the same as the previous study results. In addition, another empirical research was done to make clear how organizational supports and routine degree change the attitude and satisfaction of users. This study put a particular emphasis on the moderating effect because the study of this issue has not been done in any previous research. 38 corporations, whose computerization has already been made to some extent and who are listed on the stock exchange market as a leader group, was selected for research, given some hypotheses on the basis of theoretical studies. As results of this empirical study, first, the supports of organization and the routine degree of jobs changed the attitude of users, which was the same as the previous studies. Moreover, the supports of organization, the routine degree of jobs and the attitude of users had an influence on the satisfaction of users. Second, in respect of the correlation between the attitude of users and the satisfaction of users, the routine degree of jobs showed a moderating effect, but the organization supports did not show any moderating effect.

• 대한인간공학회지
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• 제25권3호
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• pp.77-83
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• 2006

The purpose of this study is to assess the organizational types and the job stress factors that affect the procedure-based job performances in nuclear power plants(NPPs). We derived 24 organizational factors affecting to the job stress in NPPs from the job stress analysis models of NIOSH(1989), Cooper(1990), and Karasek(1990). onsidering the safety characteristic in operating tasks of NPPs, we individuate among the tasks in NPPs through the division of duty and the analysis of cost activity. Through the questionnaire survey, a structured interview with the responsible employees, and expert panels, we assess 70 tasks among 777 tasks managed officially under the procedures. They are the representative tasks to the duties of each division and are directly related to the safety. We utilize the OPTI(organizational personality type indicators) to characterize the personality type of each organization in NPPs.

• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.487-493
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• 2021

This study examines the relationship between three major elements -Transformational leadership, Prosocial Behavioral Intentions, and Organizational Performance of full-time academics from different universities and colleges in Oman. A total of 322 full-time employees from different universities and technical colleges participated in an online survey and hardcopy survey. The data was collected using the primary data collection method. Structured scales were adopted for the study to include all the variables under study (Garcia-Morales et al., 2012; Baumsteiger et al., 2019). The adopted questionnaire was slightly modified to align with the circumstances of universities as well as colleges in Oman. A hypothesis is formed to find out the significant contributions among different sample categories. The correlation method was used to find out the relationship. It was evident from the result that there exists a significant relationship between major variables under study. This study reveals an important characteristic of transformational leadership towards prosocial behavioral intentions as it has a connection with organizational performance. There is limited research available to find out the relationship between prosocial behavioral intentions, transformational leadership, and organizational performance. This research focuses on identifying the antecedents and factors influencing organizations' performance efficiently and productively.

• 유통과학연구
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• 제14권5호
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• pp.39-50
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• 2016

Purpose - The purpose of this study was to substantiate the relationship between on-the-job training (OJT) characteristic factors and OJT outcomes and the moderating effect of the tie strength between a trainer and a trainee on the relationship. OJT characteristic factors were composed of a unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support. OJT outcomes included job satisfaction and organizational commitment in the research. The tie strength means a sense of intimacy with a trainer. All of the OJT characteristic factors, OJT outcomes, and the tie strength were defined operationally as the perceived ones by a trainee. Research design, data, and methodology - This study analyzed the data of 302 employees in a domestic travel agency as early career for seven years or less. The main methods for the analysis were multiple linear regression analysis and moderating effect analysis. The whole process of the data analysis was conducted using the SPSS 21.0 for windows. Results - The results of the study are as follows: First, every five element of OJT, including unit of work to be learned, trainee's motivation, trainer's ability, OJT design, and OJT support, showed positive influence on OJT outcomes - job satisfaction and organizational commitment. Second, the tie strength between a trainer and a trainee was positively related with OJT outcomes. Finally, the strength of ties between the trainer and the trainee was found positively to moderate the relationship of a unit of work to be learned, OJT design, or OJT support, with OJT outcomes. However, the moderating effect of the tie strength was not significant statistically between the trainee's motivation or the trainer's ability, and OJT outcomes. Conclusion - In the study, it was demonstrated that every OJT characteristic factors have a positive contribution to job satisfaction and organizational commitment for early career employees. In addition, the study showed the need to pay attention to improve the quality of relationships between trainers and trainees, in order to increase the impact of a unit of work to be learned, OJT design, and OJT support. These findings suggest the implications in the three factors as external factors that constitute OJT. The three factors are made by HRD practitioners who are involved in design and operation of the program as well as their interventions to improve the quality of the relationship between trainers and trainees. On the other hand, it was demonstrated in the research that trainee's motivation and trainer's ability, regardless of their tie strength, have a direct impact on OJT outcomes by itself. Moreover, the trainee's motivation and trainer's ability are intrinsic characteristics, rather than external factors that constitute OJT. Therefore, they are unlikely to be changed by HRD practitioners' interventions. In conclusion, it was argued in the research that the trainee's motivation and trainer's ability should be a consideration in selecting and matching partners in OJT participants before starting OJT.

• 벤처창업연구
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• 제7권4호
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• pp.169-178
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• 2012

본 연구는 요양보호사의 조직특성 직무태도 등에 따라 수급자인 노인들이 인식하게 되는 만족정도는 달라지게 되며, 이들의 직무스트레스를 줄여야 할 필요성이 있음에 따라 요양보호사들이 인식하는 직무스트레스 수준에 영향을 미치는 요인들을 살펴보고자 하였다. 이에 서울지역 방문요양센터에 소속되어 근무하는 요양보호사들을 대상으로 업무자율성, 보상, 교육과 개발, 구성원 상호관계 등의 하위요인으로 구성된 조직특성 요인이 직무스트레스의 인식수준에 영향을 미치는 요인들을 분석하였다. 분석결과 방문요양센터에 소속되어 근무하는 요양보호사는 근무시간이 짧을수록, 월급여가 많을수록, 업무자율성이 보장될수록, 구성원들과의 상호관계성이 좋을수록 직무스트레스에 대한 인식은 긍정적으로 하고 있음을 확인할 수 있었다. 따라서 방문요양센터 운영자들은 요양보호사들의 근무조건인 1일 근무시간과 급여수준에 대한 개선 뿐만 아니라 직장에서의 구성원 상호간의 유대감을 증진시킬 수 있는 다양한 형태의 개선 방안에 대해 보다 많은 관심을 가져야 하며, 통제와 규제보다는 요양보호사들이 업무에 대해 책임을 갖고 자유롭게 수행할 수 있도록 조직환경을 개선해야 할 것으로 기대한다.

• 한국시스템다이내믹스연구
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• 제5권1호
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• pp.73-97
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• 2004

This paper explores the relationship between technological characteristics within process innovation and selection of the firms of different organizational forms in the evolution of an industry. For this purpose, this paper develops a simulation model for industrial change that replicates dynamic competition for process innovation. The simulation analysis found the following causal relationship. First, the stronger innovation impact in terms of productivity jump tends to enlarge the productivity difference among the incumbent firms and increase the speed of productivity catch-up by the large diversified firms, Second, the possibility of entry, and eventual dominance by the large diversified firms increase when the innovation-productivity linkage is stronger and there is less cumulativeness in productivity determination. These results imply that technological characteristics are important factors that have influence on whether or not the large diversified firms can enter and succeed in an industry.

• 대한간호학회지
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• 제27권2호
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• pp.253-263
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• 1997

This second study on the effectiveness of nursing organization was designed to test the relationships between effectiveness of nursing organizations and structural variables that had been significant variables in the first study, the group design variable and the personal characteristic variables that had not been analyszed in the first study based on personal resource productivity model. The data were collected through self-reported questionnaires completed by 605 nurses working in hospitals in seoul and 782 patients being hospitalized in 5 tertiary hospitals in Seoul. The results showed that according to the canonical correlation analysis, the managing job design, nursing delivery system. nurse's age, career. and formalization were revealed as predicting variables of a nurses' job satisfaction and patients satisfaction among the five hospitals. Hospitals in which the team nursing method was used showed a higher score in nurses' job satisfaction and patient satisfaction than in hospitals which used the functional nursing model.